PROGRESS AT COCA-COLA

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PROGRESS AT COCA-COLA

• FOURTH PROGRESS REPORT OF THE EXTERNAL TASK FORCE

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COMMITTMENT

• TO ACHIEVE A GOLD STANDARD FOR THE FIRMS HR
  SYSTEM.
• VOLUNTARILY ASKED THE JUDGE A ONE YEAR EXTENSION
  OF THE TASK FORCE MONITORING.
• COURT HISTORIC OPPORTUNITY AND TREMENDOUS
  POSSIBILITIES ..FOR ALL OF ITS EEs

3
HR/DIVERSITY PROGRESS AREAS

• STAFFING
• PERFORMANCE MANAGEMENT
• COMPENSATION
• DIVERSITY EDUCATION/STRATEGY
• EEO
• PROBLEM RESOLUTION
• CAREER DEVELOPMENT
• SUCCESSION PLANNING
• MENTORING

4
STAFFING

• JOB POSTING
• RECRUITMENT
• INTERVIEWING
• SELECTION

5
STAFFING PROGRESS

• JOB POSTING
• 3 CANDIDATE FOR EACH VACANCY
• ONE OF WHICH IS A M/W
• ONLY 4 DID NOT MEET THIS CRITERIA

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SELECTION

• RATES ARE THE SAME IN
• INTERVIEW AND SELECTION POOLS
• WOMEN EQUAL REPRESENTATION IN CANDIDATE POOL AND
  SELECTION
• MINORITIES A LITTLE LOWER
• NO DIFFERENCE B/W EXTERNAL AND INTERNAL SOURCES
• ADVERSE IMPACT ONLY IN GRADES 10-13
• OVERALL VERY POSITIVE FEELING ABOUT JOB POSTING,
  EE AWARENESS

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PROGRESS IN STAFFING

• 4.5 INCREASE IN MINORITY
• MAJOR IMPROVEMENTS IN JOB LEVEL
• NEW HIRING 60 WOMEN
• 46 MINORITIES
• 30 AFAMS
• 51 GRADE 14 OR ABOVE MINORITY

8
SENIOR LEADERSHIP

• MINORITIES 23 OF ELECTED/ APPOINTED
• POSITIONS
• PIPELINE 4.5 INCRESE IN MINORITIES

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PROMOTIONS LOSSES

• NO DIFFERENCE B/W GROUPS
• NO DIFFERENCE B/W GROUPS IN VOLUNTARY LOSSES
• MINORITY LOSSES SLIGHTLY HIGHER IN INVOLUNTARY
  LOSSES

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PERFORMANCE MANAGEMENT

• COACHING
• FEEDBACK
• RATER TRAINING

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PROGRESS PERFORMANCE MANAGEMENT

• SINGLE PERFORMANCE EVALUATION SYSTEM
• ANNUAL GOAL SETTING MEETINGS (65)
• SKAS REQUIRED FOR PERFORMANCE (35)
• FEEDBACK DURING THE YEAR
• YR. END PERFORMANCE RATINGS BY SUPERIORS
• SELF ASSESSMENT BY EEs
• LINK PERFORMANCE OBJECTIVES TO UNIT GOALS
• RATER CALIBRATION TRAINING
• OVER 90 COMPLETED PERF. APPRAISAL TRAINING
• 76 MGRs FINISHED COACHING AND FEEDBACK TRAINING
• 78 MGRs FINISHED RATER ACCURACY TRAINING
• MOST EVERYONE IS MORE POSITIVE ABOUT PERF. MGT.

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COMPENSATION

• BASE PAY
• BONUS
• STOCK OPTIONS
• PAY EQUITY

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PROGRESS COMPENSATION

• RETAINS SOME MGT DISCRETION AND FLEXIBILITY
• MONITORS DECISIONS FOR FAIRNESS
• HOLDS MGT ACCOUNTABILITY FOR PAY DECISIONS
• SETS UP AN APPEALS PROCESS AS OVERSIGHT
• NO ADVERSE IMPACT IS FOUND IN
• PAY (JUST 44 CORRECTIONS)
• BONUS
• STOCK OPTIONS

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EEO

• DIVERSITY GOAL SETTING
• COMPLIANCE
• REPORTING
• EXIT INTERVIEWS

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EEO PROGRESS

• WORKPLACE FAIRNESS DEPARTMENT
• TRACK MONITOR EXECUTE EEO ACTIVITIES
• IDENTIFY EEO ACCOUNTABILITY FOR MGRs
• MONITOR DIVERSITY GOALS PROGRAM
• 1 INCREASE IN GRADES 10-13 FOR MINORITIES
• 2 INCREASE IN GRADES 14 FOR MINORITIES
• CIVIL TREATMENT TRAINING FOR MGRs AND EEs
• FOUND SOME UNDERUTILIZATION IN SOME JOBS
• HR/EEO TRAINING FOR
• HR PROFESSIONALS
• MANAGERS
• ALL ASSOCIATES

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PROBLEM RESOLUTION

• OMBUDSMAN FUNCTION
• GRIVIENCE PROCEDURE
• COMPLAINT INVESTIGATION

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PROBLEM RESOLUTION

• EMPLOYEE REPORTING SERVICE
• OMBUDS PROGRAM
• OFFICE OF ETHICS AND COMPLIANCE
• MEDIATION
• ARBITRATION
• ALL TO SURFACE, INVESTIGATE AND RESOLVE EE
  COMPLAINTS

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CAREER DEVELOPMENT

• 360 FEEDBACK
• JOB REGISTRATION
• COMPETENCY DEVELOPMENT

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PROGRESS CAREER DEVELOPMENT

• STARTS W/ JOB ANALYSIS
• DETERMINE SKA REQUIREMENTS OF ALL JOBS
• PROVIDE CAREER INFO TO EEs
• OFFER ASSESSMENT TOOLS
• OFFER EDUCATIONAL TOOLS (LEARNING SOURCE)
• FOR GRADES UP TO 13
• PART OF JOB POSTING AND JOB PROFILES
• OFFER LEADERSHIP EXPERIENCE TRAINING FOR SENIOR
  MGT POSTS

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SUCCESSION PLANNING

• IDENTIFICATION OF HIGH POTENTIAL
• TALENT DEVELOPMENT

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SUCCESSION PLANNING

• IDENTIFY, ASSESS AND DEVELOP INTERNAL CANDIDATES
  FOR SENIOR MGT POSTS
• STRATEGIC RESOURCE REVIEW (SRR)
• EEs ASKED TO FILE THEIR PROFILES
• TALENT REVIEW IS CONDUCTED
• SENIOR MGT PROVIDES HONEST FEEDBACK AND DIRECTION
• SLATING FOR GRADES 15
• 250 MGRs FINISHED LEADERSHIP EXPERIENCE PROGRAM
• ONLY 7 DIVERSITY FAILURE IN SLATING
• POSITIVE FEELINGS W/ ROOM FOR IMPROVEMENT

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DIVERSITY EDUCATION/STRATEGY

• AWARENESS EDUCATION
• REINFORCEMENT OF DIVERSITY CONCEPTS
• REVIEW AND REVISION OF COKES PROGRAMS, POLICIES
  AND PROCEDURES FOR INCLUSION

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PROGRESSDIVERSITY EDUCATION AND STRATEGY

• 2 DAY CLASSROOM DIVERSITY AWARENESS
• MGR (86) EEs (87) COMPLETED
• TRAINING FOCUSED ON WORK RELATED ISSUES
• INTEGRATED INTO MANIFESTO FOR GROWTH
• DEVELOPED AS PART OF THE BUSINESS PLAN
• SET UP DIVERSITY ADVISORY COUNCILS FOR EE
  ATTACHMENT AND COMMITMENT
• RECOGNITION AND AWARD PROGRAM
• INCREASING POSITIVE EVALUATION OF TRAINING

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MENTORING

• ONE-ON ONE MENTORING
• SELF STUDY
• CAREER PATH RELEVANT PROFESSIONAL DEVELOPMENT AID

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PROGRESS MENTORING

• SENIOR MANAGEMENT SPONSORSHIP
• SENIOR MANAGEMENT COMMUNICATION
• ACTIVE RECRUITMENT OF MENTORS AND MENTEES
• FORMAL APPLICATION AND MATCHING
• ONGOING TRAINING FOR MENTORS AND MENTEES
• ACCESS TO MENTORING COORDINATOR
• DISCONTINUE GROUP MENTORING
• SELF STUDY MENTORING IS ENCOURAGED